Finding a Balance - Hiring from Within Combined with Passive and Active Recruiting

There are so many aspects to recruiting and hiring for open positions. History has shown that many companies combine passive and active recruiting. First, they develop the job description and the qualifications required for the position.

They then their recruiters get to work posting the job on their website, through social media and on job boards. This is called active recruiting and targets those who are currently looking for a job.

If you have a great recruiting department, they will seek to target those who are highly qualified but already working for the competition. This is called passive recruiting.

Both of these recruiting methods can cost, on average, $4,500 to fill a specialized position.

Aside from the high cost, problems can arise with both of the recruitment methods. The biggest problem is these strategies can make internal employees feel ignored and employee retention will decrease if there is not an internal posting.

According to the Harvard Business Review, “Social media makes it easy to identify potential candidates for job openings, but that’s led companies to focus too much on “passive” candidates who aren’t looking to move—a strategy that hurts retention because internal candidates feel overlooked. And when businesses do make a hire, they don’t know how effective their approaches are because they don’t track the results.”

With many companies across the country now urgently trying to fill many key positions in response to changing business needs resulting from Covid 19, finding a balance that maximizes your recruiting efforts while minimizing cost and maintaining employee retention is imperative.


The balance begins by posting jobs internally first. This must be done realizing that if there is an internal promotion it will still create an additional job opening. But, posting internally will help to increase employee retention and assure a quick transition as the current employee is already familiar with your company procedures and is already onboarded.

If no candidates can be promoted from within, you must maximize the effectiveness of your passive and active recruiting. One of the best ways is to employ a temp-to-hire recruiting option.

The temp-to-hire option allows your company to adapt to the ever-changing business market while giving you the ability to gauge the fit of the hire. And when this temp employee is transitioned to a hire, it shows that you value retention.

Managing Every Aspect Can Be Difficult

Because of the high demand for qualified workers mixed with a high rate of unemployment, the flood of applicants from any job posting can be overwhelming. In some specific industries though, a dwindling number of specialized applicants due to exposure-caused quarantine or illness has made the competition to fill these key positions greater than ever.

Companies who have only used internal hiring departments are getting overwhelmed with internal, passive and active recruiting and placement. These departments not only have to assess the ever-changing staffing needs, they must list the positions, go through resumes, conduct interviews, and then do all the compliance and onboarding if not hiring from within. Finding the most qualified applicants can be overwhelming. And all this must be done immediately and in a highly competitive market.

And then there is the added strain of Human Resource Management, Payroll and Benefits for all new hires. This can be extremely overwhelming to even the best run companies.

According to, “When unemployment levels are high, employers undoubtedly enjoy a “buyer’s market,” but may receive too many applicants who are not right for the position.”

More and more, companies are turning to staffing agencies to handle this overwhelming need to find qualified applicants while balancing the company’s need for employee retention and satisfaction.

But not every Staffing Agency is the same. It is extremely important to find a Staffing Agency that specializes in Temp-to-Hire Recruiting, Onboarding and Compliance. This will insure that all positions are filled quickly and with the most qualified workers. While also giving your company flexibility. A great Staffing Agency has built relationships with highly qualified applicants in many different fields and can tap them to fill many open positions.

An agency that specializes in Temp-to-Hire Professional Staffing has recruiters who understand the client’s needs and know how to properly screen applicants. These agencies also understand the detailed Compliance and Onboarding requirements necessary to get the worker started immediately.

Staffing Agencies can be used for permanent hire positions. However, using a Staffing Agency for temporary or temp-to-hire positions relieves the burden that comes with permanent placement hires while giving the company flexibility to adapt to the constant market changes resulting from Covid 19. The Agency will handle all payroll and benefits for the temporary, contracted hires until your company decides to hire them.

The need is great and hiring a Staffing Agency that specializes in Temp-to-Hire Staffing is the solution.

Choosing a company that specializes Qualified Recruitment and placement can help during these difficult times.

MetaSense Inc. stands above the crowd inspecialized Staffing with a network of Professionals ready to work across the country.

MetaSense Inc. looks at your company and current staffing needs and we know how to recruit, fill and onboard the staff that are needed the most.

Is there a staffing need that may need some attention?

We look for ways to provide the Staff our clients need in order to fill needs quickly and efficiently in all areas. From administrative and claims, to IT and Healthcare professionals, MetaSense Inc. can help.


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